Often Jobs fail relationship growth between employees and employer
It is really tough to hold on to good employees, but it’s not impossible to be done. What makes a good employe quit? Many of the mistakes that companies make can easily be avoided. When you do make mistakes, your best employees are the first to go, because they have the most options available. Many jobs fail relationship growth between employees and employer.
If you can’t keep your best employees properly engaged, you can’t keep your best employees. While this should be common sense, it isn’t common enough. When you lose good employees, they don’t disengage all at once. Instead, their interest in their jobs slowly dissipates. Like dying stars, star employees slowly lose their motivation for their jobs.
Losing a good employee is a terrible thing. There’s the expense of finding, on boarding, and training a replacement. There’s the uncertainty of how a new employee will work out. There’s also the hardship on the rest of your staff until the position can be filled.
In order to prevent your best employees quite and to retain top talent, companies and managers must understand what they’re doing that contributes to this slow die away. Those wrong practices are the worst offenders, and they must be abolished if you’re going to hang on to good employees.
Over stressed with work.
Some periods of stress and feeling overwhelmed come with most jobs, but nothing burns out great employees faster than overwork. And often it’s the best employees, the most capable and committed; the most trusted who is overloaded with all the work. If they find themselves constantly taking on more and more, especially in the absence of recognition such as promotions and raises, they come to feel they have been taken advantage of or exploited.
Not satisfied with compensation.
Nobody will work for free or stay in an organization which doesn’t offer a satisfying remuneration together with a good package of additional benefits. Hence paying your employees in accordance to the amount of work they do is one of the most basic things you should do. Without offering promotions and deserved raises in their salary, you cannot expect high performing employees to stay for the same amount of compensation for long period.
Overlook performing employees
When an organization values its bottom line employees more than its performers, the best employees go elsewhere, leaving behind those who are too mediocre or apathetic to find a better position. The result is a culture of underperformance, low morale, and even disciplinary issues. Of course, things like profit, output, turnover, pleasing stakeholders, and productivity are important but success ultimately depends on the best employees who do the work.
Not appreciated or recognized
Even the most selfless people want to be recognized and rewarded for a job well done. It is a human nature. When you fail to recognize employees, you’re not only failing to motivate them but also missing out on the most effective way to reinforce great performance. Even if you don’t have the budget for raises or bonus, there are lots of low-cost ways to provide recognition–and a word of appreciation is free. People won’t care if they don’t feel noticed. Some words of praise every now and then are needed, so that employees can feel respected and perform even better at their job.
Lack of trust
If employees see their employer or top line dealing unethically with vendors, dishonest to stakeholders, cheating clients, or failing to keep your word, the best and most principled of them will leave. The rest, even worse, will stay behind and follow their top line.
Building a respectful relationship between the employer and the employee is important in order for a successful collaboration to happen. Working in a workplace where the managers are full of doubts about whether you are doing your job and also questioning your performance is not a situation an employee would wish to be in.
Lack of motivation and engagement.
Another reason for leaving a job, closely behind the compensation, is the lack of motivation and engagement at the workplace. Employees may have intrinsic motivation and be passionate about the job all the time. However, if managers do not try to do something to provide extra motivation, the employees may feel they are stagnating or even feel bored which is the last thing that should happen. An engaged employee is a happy employee.
Employees don’t want to think they’re locked into a groove and will come to the same place and do the same thing every day as long as he or she is in this organization. Employees want to feel that they’re still moving forward and growing in their professional life. They want to have something to aspire to. If there’s no career ladder or structure for advancement, they know they’ll need to seek it somewhere else. In the meantime, they’re far more likely to be bored, unhappy, and resentful–things that affect performance and the entire team’s morale.
No learning environment.
What employees need at the workplace is the ability to continually learn and upgrade themselves professionally. The ability to grow, climb the career ladder, obtain new skills and be better at what they do over time is what every employee would like. However, some workplaces do not offer them much learning opportunity and because of that, employees lose the motivation to work and do not see any future for themselves in the company they currently work for.
Different mindset of coworkers
We may all like our friends more than we like our colleagues, but the truth is that our colleagues are those with whom we spend most of our day. Once someone has chosen to accept a job at a given company, they have automatically and indirectly chosen their colleagues as well. They might love their job, but coping with the different mindset of their coworkers could be an issue that cannot be fixed. By making the right decisions while hiring, you wouldn’t like to see your best employees leave because of the others.
Matter of Concern:
Lastly managers tend to believe turnover is the main problems of everything under the sun while ignoring the root cause of the matter. They should also accept the fact that employees don’t leave jobs; they leave their managers.
There may be many other reasons or mistakes that cause great employees to leave. Please share your thoughts in the comments section below, as this will help me to learn much from you as you do from me.